The 2013 Racial and Gender Report Card: Major League Baseball

Transcription

1 Media Contact: Deidre Snively 330/ Media Contact: Curtis Walker 757/ Corrected Copy The 2013 Racial and Gender Report Card: Major League Baseball By Richard Lapchick With Cory Bernstine, Giomar Nunes, Nicole Okolo, Deidre Snively and Curtis Walker Published May 21, 2013 EXECUTIVE SUMMARY Orlando, FL- May 21, 2013 Major League Baseball continues to achieve high marks on the issue of racial hiring practices in The 2013 MLB Racial and Gender Report Card (MLB RGRC) with a solid A while improving gender hiring practices but still maintaining its C+ from 2012 and raising its combined 2013 grade to a B/B+. There were percentage increases in all three grades. MLB reached a score of 91 for racial hiring practices up from 90.6 in MLB improved its gender hiring practices with 77.6 points from 75.2 in Finally, MLB achieved a combined grade of a B/B+ with 84.3 points, up from the 2012 RGRC when it accumulated 82.9 points and received a combined grade of a B. The Racial and Gender Report Card annually asks, Are we playing fair when it comes to sports? Does everyone, regardless of race or gender, have a chance to play or to operate a team? Dr. Richard Lapchick, the primary author of the study and the director of The Institute for Diversity and Ethics in Sport (TIDES or the Institute) at the University of Central Florida (UCF) said, As he nears retirement, one of the legacies of Commissioner Bud Selig is that he recognized the need for diversity in baseball long ago. MLB continues to make real progress in the areas of inclusion and diversity. He placed the responsibility under Wendy Lewis, Sr. Vice President for Diversity and Strategic Alliances, and she has helped the Commissioner deliver on his promise. Lapchick noted that, The release of the movie 42 about the life of Jackie Robinson helped increase focus as the 2013 MLB season began. Jackie Robinson wanted to see a diverse mixture of people

2 2 Page participating in the sport through all levels: on the field as coaches and players, as well as those in the front office. As has been the case for several years, the percentage of African- American baseball players in MLB remained low at a distressing 8.3 percent. At the League Office, there were very good grades for hiring people of color (A+) and women (B+/A- ) although the percentages for both declined slightly for the third consecutive year. However, at the team level, which has historically been far behind the League Office, all grades for race and gender improved slightly except for women in team professional positions. The front office of the teams should continue to make an effort to create a work force that mirrors America. Lapchick continued, Although the total percentage of players of color has steadily risen over the years, there has been a concern in Major League Baseball about the relatively small and declining percentage of African- American players. The concern is shared by leaders in the African- American community. MLB s appointment of a task force to address this is a step in the right direction. However, the more than 38 percent of players who are people of color also make the playing fields look more like America, with its large Latino population. Latino players saw a slight increase from 27.5 percent in 2012 to 28.2 percent of all baseball players for the 2013 season. There was an increase in the percentage of people of color as coaches, team vice presidents, team senior administrators, and team professional administrators while there was a decrease in the percentage of people of color in the League Office. All changes were small. There was an increase in the percentage of women as team vice- presidents and team senior administrators while there was a slight decrease for women in the League Office and as team professional administrators. Lapchick added that, Overall, the Commissioner and his team in the League office have had a very positive impact on the diversity record for Major League Baseball. MLB continues to have an outstanding record for diversity initiatives, which include the seventh annual Civil Rights Game, Jackie Robinson Day, Roberto Clemente Day and the 2013 MLB Diversity Business Summit, to be held in Houston, TX. Using data from the 2012 season, The Institute for Diversity and Ethics in Sport conducted an analysis of the racial breakdown of the MLB players, managers and coaches. In addition, this MLB Report Card includes a racial and gender breakdown of the owners, management in the MLB Central Office as well as the team level, top team management, team senior administration, team professional administration, physicians, and head trainers. An overview of player positions is also included. Listings of professional owners, general managers, and managers were updated as of April 1, The MLB player demographics for the 2013 Opening Day rosters are also included. Tables for the report are included in Appendix I. The MLB s extensive diversity initiatives are listed in Appendix II. It is imperative that sport teams play the best athletes they have available to win games. The Institute strives to emphasize the business value of diversity to sports organizations when they choose their team on the field and in the office. Diversity initiatives, like diversity and inclusion management training, can help change attitudes and increase the applicant pool for open positions. It is obviously the choice of the

3 3 Page organization regarding which applicant is the best fit for their ball club, but the Institute wants to illustrate how important it is to have a diverse organization involving individuals who happen to be of a different race or gender because it can provide a different perspective, and possibly a competitive advantage for a win in the board room as well as on the field. The Institute for Diversity and Ethics in Sport at the University of Central Florida publishes the Racial and Gender Report Card to indicate areas of improvement, stagnation and regression in the racial and gender composition of professional and collegiate sports personnel and to contribute to the improvement of integration in front office and college athletics department positions. Players 25- Man Major League rosters REPORT HIGHLIGHTS 2013 Opening Day, 25- Man Major League rosters who identified themselves as African- American or black was approximately 8.3 percent, which is in a consistent range with the past few years. The first round of the 2012 First- Year Player Draft featured the selections of seven African- American players, the most by total and percentage (7- of- 31, 22.6 percent) since The percentage of Latino players increased from 27.5 percent in 2012 to 28.2 percent on 2013 opening day rosters. The percentage of Asians increased from 1.9 percent in 2012 to 2.1 percent in The debate on why African- Americans seem to be abandoning baseball continues to be a concern for MLB, which has significant Urban Youth initiatives to address this such as: o o o Reviving Baseball in Inner Cities (RBI) MLB s Urban Youth Academy Commissioner s On- Field Diversity Task Force Commissioner Selig established the creation of an On- Field Diversity Task Force to address the talent pipeline that impacts the representation and development of diverse players and on- field personnel in Major League Baseball, particularly African- Americans. The wide- ranging group, which includes representatives from Club ownership, Club front offices, MLB's Central Office, Minor League Baseball, former players, the Major League Baseball Players Association, the MLB Scouting Bureau, and collegiate baseball, will focus on the myriad of issues influencing on- field diversity at all levels of baseball. International Players* The percentage of international players in MLB on 2013 Opening Day 25- man rosters and inactive lists who were born outside the 50 United States spans approximately 15 countries and territories.

4 4 Page This year s 241 foreign- born players represents a percentage of 28.2, which marks the fourth highest of all- time. The 28.2 percent trails only 2005, when 29.2 percent (242/829) of Opening Day players were born outside the U.S.; 2007, when 29.0 percent (246 players) were foreign- born; and last season, when 28.4 percent were born outside the U.S. *Note:*The 241 players born outside the U.S. come from the pool of 856 players (750 active 25- man roster players and 106 disabled or restricted Major League players) on March 31st rosters and represent 15 countries and territories outside the U.S. MLB Central Office According to Major League Baseball, of the 435 front- office employees, 9.7 percent are African- American, 14.7 percent are Latino, 3.4 percent are Asian, and three percent are classified as American Indian and Two or More Races. Women make up 35.6 percent of the total workforce, while people of color make up 30.8 percent. At the senior executive level, 20 percent of the 60 employees were people of color, while women occupied 2.7 percent of the positions. At the director and managerial level, 26.7 percent of the 120 employees were people of color, while women occupied 30 percent of the posts. Women make up 35.6 percent of the total workforce a decrease of two percent, while people of color make up 30.8 percent a decrease of 0.9 percent. Ownership For the second straight year, there are three different teams owned by persons of color. Arturo Moreno maintains his position as the majority owner of the Los Angeles Angels of Anaheim. The Washington Nationals include minority owner Paxton Baker, and the Los Angeles Dodgers are now owned by an ownership group that includes Earvin Magic Johnson as a minority owner. Owners of MLB franchises who are female include individuals with the New York Yankees, Washington Nationals and the Chicago Cubs. Jessica, Joan, and Jennifer Steinbrenner all serve as Vice Chairperson s with the New York Yankees. The Washington Nationals have four female Principal Owners who include Annette Lerner, Judy Lerner, Debra Lerner Cohen and Marla Tanenbaum and the Chicago Cubs have Laura Ricketts as a co- owner. General Manager In 2013 there were three people of color serving as general managers in MLB including two Latinos and one African- American. There were three at the start of the 2012 season as well. The largest number of GMs of color was five in 2009 and Managers

5 5 Page The 2013 Major League Baseball season began with four managers of color. The number of managers of color has decreased since the 2009 season, which started with 10 people of color. There were five in Coaches For the 2012 season, people of color held 39.1 percent of the coaching positions for all MLB teams. This number is 7.9 percentage points higher than the 2011 numbers, bringing the total people of color to an all- time high since it was first recorded in MLB has one woman in the Coaching category. Allison N. Salter, Strength and Conditioning Coach (New York Mets). Team Vice Presidents In both the 2011 and 2012 MLB seasons, 24 MLB franchises had at least one woman serving in a vice president role. The San Francisco Giants led the league with seven females in vice president positions. The Houston Astros and Boston Red Sox had five female vice presidents, the Texas Rangers, New York Yankees and the Washington Nationals had four females, three different teams had three females, and the remaining of the franchises either had one or two females in vice president roles. The 2012 MLB season saw an increase in people of color serving in vice president roles. African- Americans comprised six percent (5.7 percent in 2011) of the vice president positions, while Latinos were 5.7 percent (4.8 percent in 2011), Asians decreased to 1.2 percent (1.8 percent in 2011) and Native America represented 0.9 percent (the Native American category was first established in 2012). Team Senior Administration For the 2012 season, team senior administrators of color held 19.9 percent of the positions. Women held 26.9 percent of team senior administration positions in Team Professional Administration In 2012, 21.9 percent of professional positions were held by people of color. African- American held 6.9 percent, 10 percent were Latino, four percent were Asian and people categorized as American Indian, Native Hawaiian and Two or More Races were one percent collectively. Women held 26.3 percent of Team Professional Administration in Head Trainers

6 6 Page For the first time since the RGRC was published we are reporting the first woman Head Trainer. Susan Falsone is the Head Trainer for the Los Angeles Dodgers Diversity Initiatives MLB Diversity Business Summit MLB along with MLB's Major and Minor League Clubs and strategic partners, launched the inaugural MLB Diversity Business Summit at the Hyatt McCormick last summer (July 24, 2012). This strategically groundbreaking event provided a unique opportunity for career networking and entrepreneurs to connect with MLB industry representatives as well as foster relationships. The MLB Diversity Business Summit not only captures MLB's advocacy in regards to supplier and workforce diversity, but also presents discussions that are educational, entertaining and celebratory. This year s summit will be in Houston, TX June 18-19, For more information please visit Diversity Economic Impact Engagement Initiative (DEIE) is one of MLB s newest initiatives to advance the level of MLB s current workforce and supplier diversity efforts as well as create methodologies for cultural assessments, diversity economic platforms and industry- wide diversity training. This internal consultant model approach will be developed throughout the industry s Central Office, member Clubs, MLB Advanced Media, MLB Network and eventually the Minor Leagues. Major League Baseball's Diverse Business Partner's Program is the leading supplier diversity program in sports. This major league procurement initiative has produced significant economic opportunity for baseball's Commissioner's office, its franchises and local communities. The strategic implementation of MLB's Diverse Business Partners Program has resulted in well over $800 million being spent with thousands of minority and women- owned businesses. This award- winning program has continued to enrich baseball's business case for diversity by establishing a procurement environment that economically benefits the league as well as its minority and majority business partners. The DBP program has been awarded the recognition of being listed with "America's Top 50 Organizations for Multicultural Business Opportunities" for several years running. The Civil Rights Game The 2013 Civil Rights Game will go to back to Chicago with an extended slate of exciting events culminating with the exciting on- field matchup between the Chicago White Sox and Texas Rangers on Saturday, August 24, The Civil Rights Game is an annual Major League Baseball game (starting in 2007) that honors the history of civil rights in the United States and marked the unofficial end to the league's Spring Training. Starting in 2009, the game became a regular season game. The first two games were held at AutoZone Park in Memphis, Tennessee. The intent of the game was to "embrace baseball's history of African- American players," as well as to generate interest for future black players.

7 7 Page In conjunction with the Civil Rights Game, Major League Baseball honors three pioneers of civil rights with the Beacon Awards (Beacon of Life Award, Beacon of Change Award and Beacon of Hope Award). Commissioner s On- Field Diversity Task Force On April 10, 2013 Baseball Commissioner Allan H. (Bud) Selig launched the creation of an On- Field Diversity Task Force to address the talent pipeline that impacts the representation and development of diverse players and on- field personnel in Major League Baseball, particularly African- Americans. The wide- ranging group, which includes representatives from Club ownership, Club front offices, MLB's Central Office, Minor League Baseball, former players, the Major League Baseball Players Association, the MLB Scouting Bureau, and collegiate baseball, will focus on the myriad of issues influencing on- field diversity at all levels of baseball. "As a social institution, Major League Baseball has an enormous social responsibility to provide equal opportunities for all people, both on and off the field," said Baseball Commissioner Bud Selig. "I am proud of the work we have done thus far with the RBI program and the MLB Urban Youth Academies, but there is more that we must accomplish. We have seen a number of successful efforts with existing MLB task forces, and I believe we have selected the right people to effectively address the many factors associated with diversity in baseball." Members of the Commissioner's On- Field Diversity Task Force include: Stuart Sternberg - Principal Owner, Tampa Bay Rays; MLB Diversity Oversight Committee Chairman Dave Dombrowski- President, Chief Executive Officer & General Manager, Detroit Tigers; On- Field Diversity Task Force Chairman Tom Brasuell- MLB Vice President of Community Affairs (representing Reviving Baseball in Inner Cities) Roger Cador- Baseball Head Coach, Southern University (Historically Black College & University) Tony Clark - Director of Player Services, Major League Baseball Players Association Larry Dolan - Cleveland Indians; MLB Diversity Oversight Committee Advisor Dennis Gilbert - Special Assistant to Chicago White Sox Chairman Jerry Reinsdorf Derrick Hall - President & Chief Executive Officer, Arizona Diamondbacks Wendy Lewis - MLB Senior Vice President of Diversity & Strategic Alliances Jerry Manuel - MLB Network Analyst; Major League Manager ( ; ); 2000 A.L. Manager of the Year Frank Marcos - Senior Director, MLB Scouting Bureau Jonathan Mariner - MLB Executive Vice President and Chief Financial Officer Darrell Miller - MLB Vice President of Youth & Facility Development (representing MLB Urban Youth Academy) Bernard Muir - Athletic Director, Stanford University Kenneth L. Shropshire - Professor at Wharton School of the University of Pennsylvania Kim Ng - MLB Senior Vice President of Baseball Operations Pat O'Conner - President & Chief Executive Officer, Minor League Baseball Frank Robinson - Hall of Famer; MLB Executive Vice President of Baseball Development Ken Williams - Executive Vice President, Chicago White Sox

8 8 Page Task Force Mission: To measurably increase the domestic ethnic diversity of MLB players and on- field personnel to improve our franchise and social value, and continue to enrich the enormous legacy of our game. OVERALL GRADES Overall, Major League Baseball received an A for race while improving gender hiring practices but still maintaining its C+ from 2013 and raising its combined grade to a B/B+. There were percentage increases in all three grades. In the 2012 Report Card, MLB received an A for race and a C+ for gender for a combined grade of B. In 2011, MLB received an A for race and a B- for gender for a combined grade of B+. MLB achieved a score of 91 for racial hiring practices up from 90.6 in MLB improved its gender hiring practices with 77.6 points from 75.2 in Finally, MLB achieved a combined grade of a B/ B+ with 84.3 points, up from the 2012 RGRC when it accumulated 82.9 points and received a combined grade of B. MLB received an A or A+ for race in the following categories: MLB Central Offices, coaches, players and diversity initiatives. Also, it received a B or B+ for race in the following categories: managers, team vice presidents, team professional administration and team senior administration. MLB received a C/C+ for general managers. MLB s grades for gender are as follows: a B+/A- for MLB Central Offices, C for team senior administration, a C for team professional administration and an F for vice presidents. GRADES BY CATEGORY Players 25- Man Major League rosters On the 2013 Opening Day, 25- Man Major League rosters, those who identified themselves as African- American or black was approximately 8.3 percent, which is in a consistent range with the past few years. The first round of the 2012 First- Year Player Draft featured the selections of seven African- American players, the most by total and percentage (7- of- 31, 22.6 percent) since The percentage of African- American players decreased from 8.9 percent in 2012 to 8.3 percent on 2013 opening day rosters. The percentage of Latino players increased from 27.5 percent in 2012 to 28.2 percent on 2013 opening day rosters.

9 9 Page The percentage of Asians increased from 1.9 percent in 2012 to 2.1 percent in The debate on why African- Americans seem to be abandoning playing baseball continues to be a concern for the general public and MLB, which has significant Urban Youth initiatives to address this such as: o o o Reviving Baseball in Inner Cities (RBI) Major League Baseball s Urban Youth Academy Commissioner s On- Field Diversity Task Force Commissioner Selig established the creation of an On- Field Diversity Task Force to address the talent pipeline that impacts the representation and development of diverse players and on- field personnel in Major League Baseball, particularly African- Americans. The wide- ranging group, which includes representatives from Club ownership, Club front offices, MLB's Central Office, Minor League Baseball, former players, the Major League Baseball Players Association, the MLB Scouting Bureau, and collegiate baseball, will focus on the myriad of issues influencing on- field diversity at all levels of baseball. Since 1997, the percentage of white players in Major League Baseball has been remarkably consistent, remaining between 58 and 62 percent, with the exception of 63 percent in International Players* The percentage of international players in MLB on 2013 Opening Day 25- man rosters and inactive lists who were born outside the 50 United States spans approximately 15 countries and territories. This year s 241 foreign- born players represents a percentage of 28.2, which marks the fourth highest of all- time. The 28.2 percent trails only 2005, when 29.2 percent (242/829) of Opening Day players were born outside the U.S.; 2007, when 29.0 percent (246 players) were foreign- born; and last season, when 28.4 percent were born outside the U.S. *Note:*The 241 players born outside the U.S. come from the pool of 856 players (750 active 25- man roster players and 106 disabled or restricted Major League players) on March 31st rosters and represent 15 countries and territories outside the U.S. MLB Grade for Players: A+ (38.7 percent) See Table 1. Major League Central Office According to Major League Baseball, of the 435 front- office employees, 9.7percent are African- American, 14.7 percent are Latino, 3.4 percent are Asian, 2.9 percent are classified as American Indian and Two or More Races. Women make up 35.6 percent of the total workforce, while people of color make up 30.8 percent. The corresponding on- field employee population is comprised of umpires and scouts (92 total, 13 percent people of color). This information is based on the 2012 MLB workforce data.

10 10 Page At the senior executive level, 20 percent of the 60 employees were people of color, while women occupied 21.7 percent of the positions. At the director and managerial level, 26.7 percent of the 120 employees were people of color, while women occupied 30 percent of the posts. The following people of color are executive vice presidents in the MLB Central Office: Jonathan Mariner, executive vice president and chief financial officer Frank Robinson, executive vice president of Player Development The following people of color are senior vice presidents in the MLB s Corporate Groups (Central Office, MLB Advanced Media and MLB Network): Peter Woodfork, senior vice president, Baseball Operations Kim Ng, senior vice president, Baseball Operations Wendy Lewis, senior vice president, Diversity and Strategic Alliances Ray Scott, senior vice president, Human Resources The following women are senior vice presidents in the MLB s Corporate Groups (Central Office, MLB Advanced Media and MLB Network): Kathy Feeney, senior vice president, Scheduling and Club Relations Phyllis Merhige, senior vice president, Club Relations Marla Miller, senior vice president, Special Events Jacqueline Parkes, senior vice president, chief marketing officer - Marketing and Advertising Wendy Lewis, senior vice president, Diversity and Strategic Alliances Mary Beck, senior vice president of the Baseball Channel Kim Ng, senior vice president, Baseball Operations Kathleen Lyons, senior vice president, Finance Susan Stone, senior vice president, Operations Jennifer Shaw, senior vice president, Strategic Planning and International Marketing The following people of color are vice presidents in the MLB s Corporate Groups (Central Office, MLB Advanced Media and MLB Network): Tom Brasuell, vice president, Community Affairs Derrick Godrey, vice president, Business Development Earnell Lucas, vice president, Security & Stadium Operations Darrell Miller, vice president, Urban Youth Academies Lou Melendez, vice president, Baseball Operations, International Christopher Park, vice president, Labor Economics & Labor Relations Kushal Patel, vice president, Network Infrastructure John Quinones, vice president, Recruitment Carlton Thompson, vice president, Executive Editor Roger Williams, vice president, Multimedia Operations The following women are vice presidents in the MLB s Corporate Groups (Central Office, MLB Advanced Media and MLB Network): Heather Benz, vice president, Ticketing

11 11 Page Courtney Connors, vice president, Client Services Domna Candido, vice president, Legal Kimberly Hausmann, vice president, Controller Donna Hoder, vice president, Office Operations Leslie Knickerbocker, vice president, Human Resources and Special Projects Bernadette McDonald, vice president, Broadcasting Domestic Ellen Miller- Wachtel, vice president, Legal Anne Occi, vice president, Design Services Lara Pitaro Wisch, vice president, Deputy General Counsel MLB Grade for League Central Offices: Race: A+ (30.8 percent) Gender: B+/A- (35.6 percent) See Table 2. Ownership Arturo Moreno, who owns the Los Angeles Angels, is the only Latino majority owner in professional sport. The Los Angeles Dodgers are now owned by an ownership group that includes Earvin Magic Johnson as a minority owner. Magic Johnson joins Paxton Baker, minority owner of the Washington Nationals, as African- American owners of an MLB franchise. This is the second straight year that MLB has had three people of color who have ownership of a Major League Baseball team. This is a first for the MLB. Owners of MLB franchises who are female include individuals with the New York Yankees, Washington Nationals and the Chicago Cubs. Jessica, Joan, and Jennifer Steinbrenner all serve as Vice Chairpersons with the New York Yankees. The Washington Nationals have four female Principal Owners who include Annette Lerner, Judy Lerner, Debra Lerner Cohen and Marla Tanenbaum. Laura Ricketts is a co- owner of the Chicago Cubs. See Table 3. Managers The 2013 Major League Baseball season began with four managers of color. The number of managers of color has decreased since the 2009 season, which started with 10 people of color. The four managers of color (13.3 percent) at the start of the 2013 season were: Dusty Baker, Cincinnati Reds (African- American) Manny Acta, Cleveland Indians (Latino) Bo Porter, Houston Astros (African- American) Ron Washington, Texas Rangers (African- American)

12 12 Page During the 2012 MLB season, 16.7 percent of MLB managers were people of color. The five managers were: Dusty Baker, Cincinnati Reds (African- American) Manny Acta, Cleveland Indians (Latino) Ozzie Guillen, Chicago White Sox (Latino) Ron Washington, Texas Rangers (African- American) Fredi Gonzalez, Atlanta Braves (Latino) There were nine managers of color in the 2010 season and 10 in 2009 which equaled the all- time record set in The grade is based on the 2012 season. MLB Grade for Managers: B (13.3 percent) See Tables 4 and 5. Coaches For the 2012 season, people of color held 39.1 percent of the coaching positions for all MLB teams. This number is 7.9 percentage points higher than the 2011 percentages, bringing the total people of color to an all- time high since it was first recorded in African- Americans held approximately 13.2 percent, a decrease from 13.7 percent in Latinos held 24.7 percent, an increase of eight percentage points from 16.7 percent in 2011, Asians held 0.4 percent, American Indians held 0.1 percent, Native Hawaiians held 0.2 percent and Two or More Races held 0.6 percent. Allison N. Salter, the Strength and Conditioning Coach of the New York Mets, is the only woman in the MLB coaching category. MLB Grade for Coaches: A+ (39.1 percent) See Table 6. Top Management This category includes team CEOs/presidents, general managers and vice presidents. Chief Executive Officers/Presidents There are no women or people of color in MLB who serve as CEO or team president. Pam Gardner currently serves as a special advisor to the chairman. She previously served as the only woman in the role as the President of Business Operations for the Houston Astros from The Astros hired Ms. Gardner in 1989 as the director of communications.

13 13 Page Ulice Payne Jr. (Milwaukee Brewers, 2003 season) was the only CEO or team president of an MLB team who was a person of color. See Table 7 General Manager In 2013 there were three people of color serving as general managers in MLB including two Latinos and one African- American, the same as the start of the 2012 season. MLB had the largest number of GMs of color in 2009 and 2010 when there were five. People of color represent 10 percent of all GMs in At the start of the 2013 MLB season, the general managers of color were: Michael Hill, Vice President and General Manager, Miami Marlins (African- American) Ruben Amaro Jr., Senior Vice President and General Manager, Philadelphia Phillies (Latino) Jeffrey Luhnow, General Manager, Houston Astros (Latino) The 2012 MLB general managers of color were: Michael Hill, Miami Marlins (African- American) Ruben Amaro Jr., Philadelphia Phillies (Latino) Ken Williams, Chicago White Sox (African- American) MLB Grade for General Manager: C/C+ (10 percent) See Table 8. Team Vice Presidents In the 2012 season, the percentage of people of color holding team vice president positions increased by 1.4 percentage points to 13.8 percent from 12.4 percent in The percentage of women in these same positions increased to 17.7 percent in 2012 from 17.2 percent in The 46 people of color holding vice president positions in 2012 were comprised of 20 African- Americans, 19 Latinos, four Asians, and three Native Hawaiians. While there are a total of 59 women holding vice president positions, it is important to note that all of these categories are not independent of each other. The 20 African- American team executive vice- presidents, senior vice presidents and vice presidents in MLB were: Nona Lee, senior vice president, Ticketing & Sales (Arizona Diamondbacks) Marion Rhodes, senior vice president, Chief Human Resources & Diversity Officer (Arizona Diamondbacks) Henry Aaron, senior vice president (Atlanta Braves) Elaine Weddington Steward, vice president, Club Counsel (Boston Red Sox) Julian Green, vice president, Communications/Community Affairs (Chicago Cubs) Elaine Hendrix, vice president Community and Public Affairs (Detroit Tigers) Robert Brown, vice president Chief Financial Officer Accounting (New York Yankees)

14 14 Page Ellen Hill Zeringue, vice president, Marketing (Detroit Tigers) Marian Harper, vice president (Houston Astros) David Winfield, executive vice president (Sand Diego Padres) Larry Stokes, vice president (Houston Astros) Derek Jackson, vice president (Miami Marlins) Michael Hill, vice president (Miami Marlins) Aleta Mercer, vice president, Entertainment and Marketing (Milwaukee Brewers) Sonny Hight, senior vice president (New York Yankees) Brian Smith, senior vice president Corporate and Community Relations (New York Yankees) Michael Hall, vice president, Community Relations & Executive Director, Cardinals Care (St. Louis Cardinals) Damon Jones, vice president & general counsel (Washington Nationals) Leilani Gayles, senior vice president Chief People Officer ( San Francisco Giants) Sonya Jenkins, vice president, Human Resources (Washington Nationals) The 19 Latino team senior vice- presidents and vice presidents in MLB were: Russell Amaral, vice president, Facilities and Event Services (Arizona Diamondbacks) Junior Noboa, vice president, Latin Operations (Arizona Diamondbacks) Oneri Fleita, vice president, Player Personnel (Chicago Cubs) Elizabeth Stecklein, vice president, Human Resources (Colorado Rockies) Al Avila, vice president and assistant general manager (Detroit Tigers) Rosi Hernandez, vice president, Corporate Sponsorship (Houston Astros) Robert Alvarado, vice president, Marketing and Ticket Sales (Los Angeles Angels of Anaheim) Sam Fernandez, senior vice president (Los Angeles Dodgers) Francine Hughes, vice president, Stadium Operations (Los Angeles Dodgers) Paul E. Asencio, senior vice president, Corporate Sales & Partnership (New York Mets) Diann Blanco, vice president, Administration (New York Yankees) Felix Lopez Jr., executive vice president (New York Yankees) Ruben Amaro Jr., senior vice president and General Manager (Philadelphia Phillies) Jarrod Dillon, vice president, Ticket Sales and Services (San Diego Padres) Omar Minaya, senior vice president, Baseball Operations (San Diego Padres) Kevin Matinez, vice president, Marketing (Seattle Mariners) Jorge Costa, senior vice president, Ballpark Operations (San Francisco Giants) Dave Curry, vice president (Seattle Mariners) Mark Fernandiz, senior vice president (Tampa Bay Rays) The four Asian team senior vice presidents and vice presidents in MLB were: Alan Chang, vice president, deputy general counsel (New York Yankees) Paul Wong, vice president, Finance (Oakland Athletics) John Yee, senior vice president and chief financial officer (San Francisco Giants) Jonathan Gilula, executive vice president, Business Affairs (Boston Red Sox) The three Native Hawaiian team senior vice presidents and vice presidents in MLB were: Robert McLeod, senior vice president, Scouting and Player Development (Chicago Cubs) Bill Geivett, senior vice president, Scouting and Player Development (Colorado Rockies)

15 15 Page Susan Jaison, senior vice president, Finance (Miami Marlins) The percentage of women who were team vice presidents increased to 17.7 percent from 17.2 percent. There were a total of 59 women holding team senior vice president and vice president positions in MLB: Aleta Mercer, vice president, Entertainment and Broadcasting (Milwaukee Brewers) Amy Waryas, vice president, Human Resources (Boston Red Sox) Annemarie Hastings, vice president, Client Relations (San Francisco Giants) Becky Kimbro, vice president, Marketing (Texas Rangers) Bonnie Clark, vice president, Communications (Philadelphia Phillies) Catherine Silver, vice president, Ballpark Enterprises & Guest Services (Washington Nationals) Debbie Castaldo, vice president, Corporate and Community Impact (Arizona Diamondbacks) Deborah Tymon, senior vice president, Marketing (New York Yankees) Diann Blanco, vice president, Administration (New York Yankees) Elaine Steward, vice president, general counsel (Boston Red Sox) Elaine Hendrix, vice president, Community and Public Affairs (Detroit Tigers) Elise Holman, vice president, Administration (Washington Nationals) Elizabeth Murphy, vice president and deputy general counsel (San Francisco Giants) Elizabeth Stecklein, vice president, Human Resources (Colorado Rockies) Elizabeth Pantages, vice president, Finance (San Francisco Giants) Ellen Hill Zeringue, vice president, Marketing (Detroit Tigers) Frances Traisman, vice president, Sales (Seattle Mariners) Francine Hughes, vice president, Stadium Operations (Los Angeles Dodgers) Jackie Traywick, senior vice president, Finance and Administration (Houston Astros) Janet Marie Smith, vice president, Planning and Development (Baltimore Orioles) Jean Afterman, vice president, assistant general manager (New York Yankees) Jennifer Flynn, senior vice president, assistant general counsel (Boston Red Sox) Joyce Thomas, vice president, Human Resources (San Francisco Giants) Kala Sorenson, vice president, Conference Center and Special Events (Houston Astros) Karen Forgus, senior vice president, Business Operations (Cincinnati Reds) Karin Morris, vice president, Community Outreach and Exec Director Foundation (Texas Rangers) Kathleen Clark, vice president (Houston Astros) Kathy Killian, vice president, Human Resources and Customer Service (Philadelphia Phillies) Kellie Fischer, vice president and Chief Financial Officer (Texas Rangers) Lara Potter, vice president and managing director, Communications and Brand Development (Washington Nationals) Laura Day, executive vice president, Business Development (Minnesota Twins) Leigh Castergine, vice president, Ticket Sales and Services (New York Mets) Leilani Gayles, senior vice president, Chief People Officer (San Francisco Giants) Marcy Glasser, vice president, Corporate Sales (Colorado Rockies) Margaret Vaillancourt, senior vice president (Boston Red Sox) Marian Harper, vice president, Foundation Development (Houston Astros) Marian Rhodes, senior vice president, chief human resources and diversity officer (Arizona Diamondbacks) Marianne Short, vice president, Human Resources (Seattle Mariners)

16 16 Page Marlo Vandemore, vice president, Finance Accounting (Los Angeles Dodgers) Marti Wronski, vice president, general counsel (Milwaukee Brewers) Melanie Lenz, vice president, Development (Tampa Rays) Molly Jolly, vice president, Finance and Administration (Los Angeles Angels) Nancy Donati, vice president, Creative Services (San Francisco Giants) Nona Lee, senior vice president, general counsel (Arizona Diamondbacks) Paige Farragut, vice president, Ticket Sales and Service (Texas Rangers) Patty Paytas, vice president, Community and Public Affairs (Pittsburgh Pirates) Raenell Dorn, vice president, Human Resources (Minnesota Twins) Rosi Hernandez, vice president, Corporate Partnership (Houston Astros) Sally Andrist, vice president, Human Resources and Office Management (Milwaukee Brewers) Sara Lehrke, vice president, Human Resources, and chief diversity officer (Cleveland Indians) Sarah Farnsworth, senior vice president, Public Affairs (San Diego Padres) Sarah McKenna, vice president, Fan Services and Entertainment (Boston Red Sox) Sonya Jenkins, vice president, Human Resources (Washington Nationals) Staci Slaughter, senior vice president, Communications (San Francisco Giants) Sue Ann McClaren, vice president, Ticket Sales, Operations and Services (Colorado Rockies) Susan Jaison, senior vice president, Finance (Miami Marlins) Susanna Botos, vice president, Community Relations (San Diego Padres) Theresa Jenkins, vice president, Risk Management (New York Yankees) Vicki Bryant, vice president, Event Services and Merchandising (St. Louis Cardinals) In both the 2011 and 2012 MLB season, 24 MLB franchises had at least one woman serving in a vice president role. The San Francisco Giants led the league with seven females in vice president positions. The Houston Astros and Boston Red Sox had five female vice presidents, the Texas Rangers, New York Yankees and the Washington Nationals had four females, three different teams had three females, and the remaining of the franchises either had one or two females in vice president roles. MLB Grade for Team Vice Presidents Race: B (13.8 percent) Gender: F (17.7 percent) See Table 9. Team Senior Administration* This category includes the following titles, but is not restricted to: directors, assistant general managers, senior managers, general counsel, legal counsel, senior advisors, assistant vice presidents, public relations directors and directors of community relations. For the 2012 season, senior team administrators of color held 19.9 percent. African- Americans consisted of 6.9 percent, Latinos were 9.2 percent, 2.9 percent were Asians. Native Hawaiian/Pacific Islander, American Indian and Two or More races represented 0.8 percent in Women held 26.9 percent of team senior administration positions in 2012.

17 17 Page *Note: Data includes Teams only. It does not include MLB Advanced Media, MLB Central Office and MLB Network. The data for the Team Senior Professional category includes MLB s Group 2 Directors and Managers. This group includes the second level of managers including such titles as Director of Advertising, Director of Player Development, Manager of Community Relations, etc. MLB Grade for Team Senior Administration Race: B+/A- (19.9 percent) Gender: C (26.9 percent) See Table 10. Team Professional Administration* Positions categorized as team professional administration include, but are not restricted to: Assistant managers, coordinators, supervisors, and administrators in business operations such as marketing, promotions, publications and various other departments. Also included were specialists, technicians, analysts, engineers and programmers. The category excludes the traditional support staff positions such as secretaries, receptionists, administrative assistants, and staff assistants. In 2012, 21.9 percent of team professional positions were held by people of color. African- American held 6.9 percent, 10 percent were Latino, four percent were Asian and people categorized as American Indian, Native Hawaiian and Two or More Races were one percent collectively. Women held 26.3 percent of Team Professional Administration in Data includes Teams only. It does not include MLB Advanced Media, MLB Central Office and MLB Network. The data for the Team Professional Administration category includes MLB s Group 3 (Professionals, Technicians & Supervisors - Includes such titles as Photographers, Accountants, Sales Representatives, Programmers, etc. These employees may or may not supervise others). MLB Grade for Team Professional Administration: See Table 11. Race: B+/A- (21.9 percent) Gender: C (26.3 percent) *This year s report discontinues TIDES policy of combining data with that of MLB s, then averaging the two data sets. Diversity Initiatives Appendix II shows the impressive diversity initiatives that the MLB takes part in. These initiatives serve a wide variety of people and include events such as supplier diversity, scholarship funds, awareness events, and many more.

18 18 Page MLB Grade for Diversity Initiatives: A+ See Appendix II. Physicians In 2012, the physicians of color remained consistent at to 16.7 percent. African- American physicians decreased by 1.6 percentage points to 4.3 percent while those categorized as other increased by 5.5 percentage points to 6.5 percent. There was also a decrease of Asians from 8.8 percent to 4.3 percent of the MLB total. In 2012 the number of Latino physicians increased to two from one. Women held 1.4 percent of the physician positions, up from one percent in See Table 12. Head Trainers In 2012, the percentage of people of color was 9.7 percent. The percentage of Latinos was 3.2 percent, Asians held 3.2 percent and Two or More Races also held 3.2 percent. Women held 3.2 percent of Head Trainer positions. For the first time since the RGRC was first published we are reporting the first woman Head Trainer. Susan Falsone is the Head Trainer for the Los Angeles Dodgers. See Table 13. Radio/TV Broadcasters The MLB RGRC examines professional staff members from the Major League Baseball teams. Since the majority of the broadcasters are not employees of the teams, TIDES no longer includes the category of Radio/TV Broadcasters in the Report Card. Stacking The Racial and Gender Report Card examines the issue of stacking for the positions of pitcher, catcher and infielder filled by African- Americans. These are baseball s primary thinking positions. Only four percent of pitchers (up one percentage point) and eight percent of infielders (which remained constant) were African- American. Of the 89 African- American players in MLB, 22 percent were outfielders who are said to rely on speed and reactive ability. That was down from 27 percent. Historically, there have been almost no African- American catchers. In 2012 one percent of the catchers was African- American after none being reported in 2010 and See Table 14.

19 19 Page HOW GRADES WERE CALCULATED As in previous reports, the 2013 Racial and Gender Report Card data shows that professional sport's front offices hiring practices do not nearly reflect the number of players of color competing in the game. However, to give it perspective for sports fans, the Institute issues the grades in relation to overall patterns in society. Federal affirmative action policies state that the workplace should reflect the percentage of the people in the racial group in the population. Thus, with approximately 24 percent of the population being people of color, an A was achieved if 24 percent of the positions were held by people of color, B if 12 percent of the positions were held by people of color, and C if it had only nine percent. Grades for race below this level were assigned a D for six percent or F for any percent equal to or below five percent. For issues of gender, an A would be earned if 40 percent of the employees were women, B for 32 percent, C for 27 percent, D for 22 percent and F for anything below that. The 40 percent is also taken from the federal affirmative action standards. The Institute once again acknowledges that even those sports where grades are low generally have better records on race and gender than society as a whole. METHODOLOGY All data was collected by a research team at The Institute for Diversity and Ethics in Sport in the University of Central Florida s DeVos Sport Business Management Graduate Program. Baseline data was gathered from media guides for Major League Baseball teams. The data was placed in spreadsheets; each team had its own spreadsheet, with each position broken down by race and gender. The team data was then combined into one master spreadsheet. In addition to team data, the MLB Central Office provided data on its personnel. The findings were put into spreadsheets and compared to data from previous years. After evaluating the data, the report text was drafted; it references changes in statistics from previous years. The report draft was sent to the Central Office, so the draft could be reviewed for accuracy. In addition, updates were requested for personnel changes that had occurred during or after the seasons being reported. MLB responded with updates and corrections that were then incorporated into the final report. The report covers the 2012 season for Major League Baseball. Listings of professional owners, general managers and head coaches were updated as of April 1, Grades were calculated according to the reporting periods noted herein.

20 20 Page ABOUT THE RACIAL AND GENDER REPORT CARD This is the 21 th issue of the Racial and Gender Report Card (RGRC), which is the definitive assessment of hiring practices of women and people of color in most of the leading professional and amateur sports and sporting organizations in the United Sates. The report considers the composition assessed by racial and gender makeup of players, coaches and front office/athletic department employees in our country s leading sports organizations, including the National Basketball Association (NBA), National Football League (NFL), Major League Baseball (MLB), Major League Soccer (MLS) and Women s National Basketball Association (WNBA), as well as in collegiate athletics departments. This marks the eighth time the Report Card is being issued sport- by- sport. The complete Racial and Gender Report Card, including all the leagues and college sport, will be issued after the release of individual reports on the NBA and WNBA, NFL, NHL, MLS and college sport. The Racial and Gender Report Card is published by The Institute for Diversity and Ethics in Sport, which is part of the College of Business Administration at the University of Central Florida (UCF) in Orlando. Dr. Richard Lapchick has authored all reports, first at Northeastern University and now at UCF (until 1998 the report was known as the Racial Report Card). In addition to Lapchick, Cory Bernstine, Giomar Nunes, Nicole Okolo, Deidre Snively and Curtis Walker contributed to the MLB report. Their research efforts were invaluable. The Institute for Diversity and Ethics in Sport (TIDES) The Institute for Diversity and Ethics in Sport ( TIDES or the Institute ) serves as a comprehensive resource for issues related to gender and race in amateur, collegiate and professional sport. The Institute researches and publishes a variety of studies, including annual studies of student- athlete graduation rates and racial attitudes in sport, as well as the internationally recognized Racial and Gender Report Card, an assessment of hiring practices in coaching and sport management in professional and college sport. The Institute also monitors some of the critical ethical issues in college and professional sport, including the potential for exploitation of student- athletes, gambling, performance- enhancing drugs and violence in sport. The Institute s founder and director is Dr. Richard Lapchick, a scholar, author and internationally recognized human rights activist and pioneer for racial equality who is acknowledged as an expert on sports issues. Described as the racial conscience of sport, Lapchick is chair of the DeVos Sport Business Management Program in the College of Business Administration at UCF, where The Institute is located. In addition, Lapchick serves as President and CEO of the National Consortium for Academics and Sports (NCAS), a group of more than 260 colleges and universities that help student- athletes complete their college degrees while serving their communities on issues such as diversity, conflict resolution and men s violence against women.